VHCC has developed a summer pay policy in
accordance with
VCCS Section 3.8.2.
Full-time nine month teaching faculty may
teach a maximum of six (6) credit hours at
the regular summer salary rate.
Additional hours up to a maximum teaching
load of thirteen (13) credit hours for the
summer session will be paid at the overload
rate. The College's Partial Pay Policy
applies to all courses taught during the
summer session.

Faculty members will have the
opportunity to teach if courses in their
area of specialization are offered
during the summer. In those instances in
which the number of faculty members
desiring to teach is greater than the
number of courses to be offered, a
rotation system of teaching assignments
will be utilized. This rotation system
will be jointly developed by the Dean
and the faculty members.

Business, Humanities and Social Sciences
Division

After consultation with faculty member,
the Dean should circulate a list of
proposed course offerings; then each
curricular area should meet and those
faculty members should make
recommendations concerning teaching
assignments. In the event of a dispute,
the person shall have first choice who
(l) has over the past three years taught
fewer summer school courses, or, if
those in dispute have taught the same
number of courses, (2) has most recently
not taught at all during the summer, or,
if this criterion also does not serve to
distinguish between those in dispute,
(3) has seniority.

Science and Engineering Division

Department members propose a program to
the Dean based on instructor desires,
educational plans and equality of
opportunity for employment. Dean
approves or modifies as needs of
division and financial constraints
require. Acceptable assignments normally
occur. In case of unresolvable conflicts
statistical (chance) drawing would
settle, assuming all parties qualify for
assignments.

For required courses in AIRC, MECH, ELEC,
and DRFT internal agreements have been
developed by department. Any unresolved
conflicts would be settled by
statistical (chance) drawing.

Determination of maximum and minimum
enrollment in various courses is based on
numerous variables (e.g., instructional
methodology, nature of course, space
availability, availability of faculty,
funds, etc.). Typically, such determination
is made by the Vice President of Instruction
and Student Services after consultation with
Deans, faculty members and other
administrative staff involved.

With regard to minimum class enrollment, the
following policy will be followed:

At least one (1) section of a required
course will normally be taught in the term
shown in the curricula in the college
catalog. If a course is not shown as a
required course for a curriculum for the
particular term, it will be treated as an
elective course.

In the case of an elective course, or an
extra section of a required course, a normal
minimum enrollment based upon 75% of the
SCHEV funding ratios for the discipline is
required. This applies to both day and
evening sections, whether taught by the full
time faculty or by lecturers.

Under-enrolled classes during the Summer
Term may be offered according to the
following:

A faculty member will receive full
pay for the first section of a course
required during Summer Term.

Should a faculty member elect to
teach the second section of a course
required during Summer Term with less
than minimum enrollment for credit, the
faculty member will receive pay
proportioned according to the actual
headcount.

Should a faculty member elect to
teach any other course during Summer
Term with less than minimum enrollment
for credit, the faculty member will
receive pay proportioned according to
headcount.

A faculty member will receive no
additional pay for courses with more
than minimum enrollment.

The Vice President of Instruction and
Student Services has the authority to
cancel any class regardless of any of
the above.

Exceptions to this policy may be made
only with the express authorization (in
writing) of the Vice President of
Instruction and Student Services.

The performance rating of "Excellent"
indicates that the individual is
fulfilling expected faculty duties and
functions in one or more areas on such a
high level of quality that the
performance deserves special
recognition.

The supervisor will be expected to write
a justification enumerating the ways in
which the individual is excelling. This
justification would become a part of the
individual's permanent record.

Very Good - Clearly exceeds performance
standards.

The performance rating of "Very Good"
indicates that the individual is
fulfilling the expected faculty duties
and functions on a high level of
proficiency. This rating by the
supervisor indicates that no reservation
exists in regard to any component of the
quality being evaluated.

Good - Performs satisfactorily, meeting
performance standards

The "Good" rating is a standard rating.
This rating indicates that the
individual is doing a solid job in
meeting the requirements of the position
and performing all tasks that are
normally expected of a faculty member.

Fair - Performs satisfactorily in some
areas of responsibility, but fails to
meet performance standards in others.

The "Fair" rating is below the standard
rating. The rating indicates that the
individual is meeting or exceeding the
standard requirements for some areas of
responsibility but is having difficulty
meeting that standard in a few other
areas. The evaluator giving this rating
must specify in writing the areas of
concern and indicate what might be done
to correct deficiencies or problems.

Unsatisfactory - Fails to meet performance
standards.

The "Unsatisfactory" rating indicates
the individual fails to meet the minimum
standard expected of a faculty member.
The evaluator giving this rating must
specifically state in writing the ways
in which the individual has failed to
meet performance standards.

Guidelines

The following guidelines will govern the
use of all evaluation forms:

An average rating of 1.4 or better
constitutes "excellent" performance.

An average rating of 2.0 or better at
least "very good" performance.

An average rating of 2.5 or better at
least "good" performance.

An average rating of 3.0 or better at
least "fair" performance.

An average rating of greater than 3.0
constitutes “unsatisfactory”
performance.

Merit increases shall be determined
as follows:

The division deans shall provide the
summary evaluation of each faculty
member expressed numerically in
accordance with item ”d.” above to the
Vice President of Instruction and
Student Services who shall secure the
mean and standard deviation for each
division. For each category receiving
merit (good, very good, and excellent)
the data for each academic division
would then be divided into three groups
by using the mean + one standard
deviation as dividing numbers.
Theoretically, the bulk of the data
would fall into the middle group. This
would allow the College to divide
the "goods" into "good-", "good", and
"good+." The "very goods" and "excellents" would be likewise divided.

The above procedure yields nine (9)
subgroups eligible for merit, i.e., from
"good-" to "excellent+." Each subgroup
will be assigned a weight from one (1)
to nine (9) respectively. Using these
weights times the respective
frequencies, the sum of these products
will be divided into the salary average
dollars available after promotions to
establish the unit merit increment. See
model attached.

A faculty member may be offered a
teaching overload not exceeding ten (10)
credit hours for pay per academic year
(fall and spring semesters). Faculty
members shall be considered as working
an overload when they teach greater than
thirty (30) credit hours or greater than
forty (40) contact hours; in cases where
the number of credit hours for a full
teaching load falls below twenty-four
(24) credit hours, a faculty member
shall be considered as working an
overload when he/she teaches greater
than forty-eight (48) contact hours.
Where necessary, contact hours shall be
converted to credit hours at rates
consistent with prescribed course hour
conversions. VHCC follows the outlined
VCCS policy. The college president has
the authority to develop optional
overload plans; such plans shall be
developed in consultation with the
faculty and must be approved by the
Chancellor. Extra pay for an overload
shall be at the rate of the faculty
member's nine-month salary multiplied by
.015 for each overload credit hour.
Overloads shall be paid at the end of
the academic year (fall and spring
semesters). If separation occurs after
only one semester in that academic year
and an overload was taught in that
semester, payment for the overload shall
be at the end of that semester.

At the president's discretion, payments
for overloads worked in the fall may be
made after January 15, if in the
president's judgment, the faculty
member's anticipated spring semester
course load would result in an overload
for the academic year. The payment shall
be for the fall workload only. In cases
where the overload does not materialize,
recovery of any overpayment must be
finalized by May 15.

Twelve-month administrative and
professional faculty may earn pay for
teaching up to and including eight (8)
credits per fiscal year, for teaching
assignments assigned beyond those that
are required as part of their regular
workload. The College president will
determine the positions eligible to
receive extra pay for teaching credit
courses and shall specify the teaching
portion of those administrative or
professional faculty member's regular
workload in the college's faculty
handbook or other appropriate
publication. Administrators involved in
determining teaching loads (e.g.,
directors, deans, vice presidents, and
provosts) shall not be assigned a course
for extra pay until all full-time
teaching faculty in that discipline are
given an opportunity to accept a
teaching assignment for extra pay at
their institution. Extra pay for such an
overload shall be at the rate of the
faculty member's equivalent nine-month
salary multiplied by .015 for each
overload credit hour. Such overload
teaching shall be approved in advance by
the president.

A faculty member may be assigned to
teach non credit community services
courses, seminars, etc., as part of the
regular teaching load.

Any person holding faculty rank or any
fully qualified classified employee may
teach non credit community service
courses, seminars, etc., in addition to
regular work load for extra pay. Such
additional work load for pay should not
exceed the equivalent of three (3)
Continuing Education Units (CEU) at any
time. Such faculty personnel will be
paid by P 14 authorization in accordance
with hourly or CEU rates.

No System employee's salary may be
supplemented with any College funds
without prior approval.

Minimum Qualifications - Must be current
full-time facultyin the respective division. The
individual must demonstrate human
relations skills necessary to work with
business and industry and/or public
school faculty, and/or representatives
from four-year colleges and
universities.

The Assistant to the Deans will assist
and report directlyto the respective Dean. The
responsibilities of the Assistant to the
Deans include the following:

Developing an annual plan of
activities and submitting an annual
report to the Dean detailing activities.

Assisting the Dean in developing,
implementing and evaluating various
strategies for marketing programs and
courses within the Division.

Visiting public school faculties to
discuss opportunities for mutually
beneficial activities to promote
cooperation between the schools and the
College.

Visiting business/industry and/or
four-year institutions to pursue
possible opportunities for the College
to expand its services.

Assisting the Dean and faculty in
program review and assessment.

Assisting in the registration of
classes on and off-campus.

Assisting in developing class
schedules and preparing annual budgets.

Assisting in the recruiting of
adjunct and regular faculty.

Performing such other appropriate
functions as may be designated by the
Dean.

Teaching Load of Assistant to the Dean -
The Assistant to the Dean will has
reassigned time of four (4) hours per
semester including summer term.
Variations to this schedule may be made
by mutual consent of the Dean and
Assistant to the Dean and shall be
determined with the best interests of
the College in mind. This plan must be
approved by the Vice President of
Instruction and Student Services.

Teaching Load - The
normal teaching load for an adjunct
faculty member shall be no more than 12
semester hours each fall or spring
semester and no more than 8 semester
hours during the summer semester.

To provide adjunct members who teach
lecture and laboratory courses with
appropriate compensation, the following
procedure for determining the work load
credits for pay purposes is utilized.
Work Load Credits - Lecture Hours plus
1/2 Laboratory Hours.

If any 16-week course requiring the presence of
an adjunct faculty member more than one
day per week, the college may give a 1/2
work load credit in addition to the work
load credits determined by the formula
above. Credit for multiple
meetings will be limited to one course per
term. If the college elects to give
additional credit for multiple meetings,
such credit may be applied on a
college-wide basis.

(Example: DRF 126 3.5 work load credits
for pay purposes but if taught two or
more evenings, the work load credits for
pay purposes would be 3.5 plus 1/2 = 4
work load credits.)

An adjunct faculty member will
receive full pay at established adjunct
faculty rates for any course which has
or exceeds the required minimum number
of enrollees for credit based on 75% of
the discipline funding ratio applicable
to the course.

Funding Ratio:

1:22

1:16

1:15

1:12

1:10

Minimum - 75%

16.5

12

11.25

9

7.5

If an adjunct faculty member elects
to teach any course with fewer than the
required minimum number of credit
students, the adjunct faculty member
will receive pay in the proportion of
credit headcount to required minimum.
(e.g., in a 1:22 discipline - 14 credit
students = 14/16.5 of regular pay).

If an adjunct faculty member teaches
more than one class during the same
semester or term for the same college
division, the faculty member may elect
to use the average enrollment in all
courses taught in that division as a
basis for the enrollment figure used for
partial pay in each course. Enrollment
can be averaged when classes are an
equal number of credits. If the adjunct
faculty member teachesclasses with differing credits, excess
enrollment in the higher-credit class
may be used to increase enrollment in a
lower-credit class. However, excess
enrollment in a lower-credit class
cannot be used to increase enrollment in
a higher-credit class.

If an adjunct faculty member teaches
the first semester or term of a sequence
course, the adjunct faculty member will
be guaranteed the same compensation for
the second semester or term of the
sequence, as long as enrollment is equal
to or greater than 50 percent of the
first semester or term enrollment.

Exceptions to this policy may be made
only with theexpress authorization (in writing) of
the Vice President of Instruction and
Student Services.

For classes that meet once a week,
the number of students enrolled at the time of the
first class meeting determines the
minimum amount of pay for the adjunct
instructor. The supervisor will have the
instructor sign the appropriate form
(following page) accepting the agreed
amount with the understanding that the
pay will be adjusted upward if more
students enroll before the add period is
over.

For classes that meet multiple times
per week, the number of students
enrolled at the time
of the second class meeting is used to
determine the minimum amount of pay for
the instructor. The supervisor will have
the adjunct instructor sign the
appropriate form accepting this amount
with the understanding that the pay will
be adjusted upward if more students
enroll before the add period is over.

If the number enrolled is less than half the
number required for full pay, the
supervisor and the instructor, by mutual
consent, can delay the count for pay
determination until the following class
meeting.

Supervisors of adjunct faculty should
follow this procedure in order to ensure
that students in the classes canceled
due to low enrollment are not adversely
affected by the situation. Every
effort should be made to cancel
classes prior to the first class
meeting. When a class
cancellation occurs, everything possible
should be done to enroll the affected
students in another appropriate section
or course. The deans, directors, or
their assistants assess enrollment in a
timely fashion, have
the appropriate forms signed, cancel
classes when necessary, and advise
students of their options in the event a
particular class is canceled.

Faculty may engage in outside employment
so long as it does not interfere with
their work performance, or professional
responsibilities to the College or
create a conflict of interest as
specified in the State Conflict of
Interest Policy.

1. Full-time teaching, administrative,
and professional faculty may provide
professional services such as consulting
or conducting workshops to VCCS colleges
and to the System Office as part of
their employment contract with their
current college. These services shall be
performed on an expense only basis.

2. Faculty members must receive approval
of the college president or designee in
advance of performing such service. Such
approval may be withheld if the proposed
services are perceived to interfere with
the assigned responsibilities and duties
of the individual.

With Compensation

Compensation may be provided for
professional services such as consulting
or workshops to the VCCS colleges or the
System Office under the following
circumstances:

Faculty members must receive approval
of the college president or designee in
advance of performing such service.
Approvals must be documented through a
stipend agreement between the faculty
member and the faculty member's college
or the System Office. (See VCCS Form
14). Such approval may be withheld if
the proposed services are perceived to
interfere with the assigned
responsibilities and duties of the
individual.

During Normal Work Hours: If the
services, including preparation time,
are provided during normal working hours
or at a time that does not otherwise
create a conflict with work duties,
administrative, professional faculty and
teaching faculty members must take an
appropriate amount of annual or personal
leave (including leave to cover
preparation time) from the System Office
or the "home" college.

Outside of Normal Working Hours: If
the professional services, including
preparation time, are provided outside
of normal working hours, it will not be
necessary for the faculty member to take
annual or personal leave.

Payment

The rate of compensation will be
negotiated directly between the faculty
member and the System Office or the
college receiving the proposed services.

All payments for professional
services may be paid through stipend.
Payment for professional services may be
made by vendor contract only when the
contract amount does not exceed $500 in
order to comply with the State and Local
Government Conflict of Interest Act.

All payments exceeding $500 will be
made by stipend. A stipend agreement
must be completed prior to the provision
of any services. A copy of the stipend
agreement between the faculty member and
the college or System Office receiving
services will be transferred to the
"home" college or System Office for
payment through payroll to the faculty
member. The stipend will automatically
become an addendum to the faculty
member's employment contract.

The purpose of faculty released time
is to improve instruction or support
curriculum development. Released time is
granted only for activities that benefit
the College and improve instruction.

Released time is granted based on a
ratio of forty-four (44)
clock hours of work per semester credit
hour granted. Applicants for released
time must use the Virginia Highlands
Community College Released Time Request
for Faculty form. Released time
activities must be clearly stated.
Benefits to the College and to the
program of instruction must be clearly
described.

Applicants must submit the
Virginia Highlands Community College
Released
Time Request for Faculty form
to the Vice President of Instruction
and Student Services in advance. The
form must be signed by the
requesting faculty member and
approved by the Division Dean and
the Vice President of Instruction
and Student Services.

Each request will be considered
individually. Approval will be based
on the benefits to the College.

A limit of three (3) semester
hours of credit per fiscal year
(July 1 - June 30) may be granted.
Any requests beyond three (3)
semester hours per fiscal year must
have the approval of the College
President.

Evidence or documentation must
be given to the Dean by the faculty
member at the end of the released
time to show that the project has
been completed and has met the
guidelines of the original request.
The Dean is responsible for
accepting / rejecting the
documentation. The documentation
should be kept on file in the Dean's
office for a minimum of three (3)
years after the end of the released
time. A copy of the documentation
should be forwarded to the Vice
President of Instruction and Student
Services. The Dean must complete the
Released
Time Request for Payment form
before payment will be processed.

All faculty released time is
awarded contingent upon the ability
of the College to fund the
request(s).

The College President may also
award released time to appropriate
faculty members for committee
assignments, administrative duties,
and other programs consistent with
state policies and the College
mission.